Much attention is being given to the increasing number of employees who are quitting their jobs without providing their employers with notice. Also referred to as “ghosting,” recruiters are experiencing a similar trend among candidates who have failed to show up for job interviews or the first day of employment, without so much as a phone call.
Many blame the recent increase in ghosting on the strength of the labor market, with the unemployment rate dropping to a 49-year low at 3.7% in September and remaining the same in October and November. With the number of job openings far surpassing the number of job seekers, employees and candidates feel a sense of empowerment as the scales tip in their favor. But aside from the numbers and statistics, what is the motivation behind their actions, and what are the consequences?
Adjusting To The Power Shift Of A Candidate’s Market
The influx of new job openings has not only given employees and job seekers a number of options they haven’t had in decades, but it has also empowered them to demand better treatment from employers and recruiters. Why settle for a toxic work environment or deal with a nonresponsive recruiter when there are so many other employers that need to fill similar positions? A colleague recently wrote of the retaliation many employees experience or fear from management after providing their two weeks’ notice of resignation. Rather than deal with unwarranted retribution from a vindictive boss for simply trying to do the right thing, many employees have chosen to just walk away.
Furthermore, it’s long been a practice of some employers to lay off employees who are no longer needed without providing any advance notice or time to look for a new job. Employers and recruiters alike often neglect to notify candidates who interview for positions but aren’t selected, failing to provide so much as a phone call or email as a courtesy for taking time out of their schedule. Now, the strength of today’s job market has shifted the balance of power, and many employees and job seekers relish the opportunity to treat employers and recruiters with the same indifference they have experienced in the past.
The Consequences Of Ghosting
Many workers who leave their jobs without providing notice to their employer show little fear of the consequences. Not only are there currently ample employment opportunities, but as Austin Kaplan, a Texas employment lawyer, explained to The Washington Post: A permanent record of exit history, friendly or unfriendly, does not follow employees throughout their career. Additionally, many employers are reluctant to provide bad references for former employees based on the fear of potential litigation for defamation. Regardless, I believe there are still a number of reasons why employees and job seekers should pause before ghosting current and prospective employers.
1. Respect: Probably the strongest argument for not ghosting an employer or recruiter can be summed up in one simple word. When climbing the corporate ladder, the Golden Rule applies — always treat others in the same way you would want to be treated. Unfortunately, there are some who find career success by stepping on others, but there are far more who destroy opportunities with similar behavior.
2. Reputation: Though there may not be a detailed record of how employees left previous jobs attached to their employment history, that doesn’t mean their reputation won’t precede them. Many industries are smaller than they appear, and leaders of one company often know those of another. If employees are perceived as disrespectful or inconsiderate, word can spread quickly, causing them to regret their actions. A tarnished reputation can not only make it difficult to do business with former employers or coworkers, but it can also make it hard to obtain referrals or recommendations or to work with recruiters whose applicant tracking systems contain detailed notes on ghosting past interviews or positions.
3. Uncertain future: The job market is unpredictable, and just because it’s strong now doesn’t mean it won’t take a downturn in the future. Employees and job seekers who burn bridges with employers and recruiters may regret it if the tides turn and they find themselves looking for work in an employer’s market. If two candidates with comparable skill sets and work experience are being considered for hire and one is known to have ghosted a former employer or recruiter, employers will likely consider this a deciding factor.
While employees and job seekers are ghosting employers and recruiters with more frequency and less inhibition than in the past, the uncertainty of the future job market, as well as the preservation of one’s personal brand, should provide enough reason to reconsider. Unless the relationship with management is so toxic that providing advance notice of departure could harm the employee or his or her career, doing so shows integrity by giving the employer adequate time to hire a replacement and leaves the door open for future business, referrals and positive references.
